Artykuły w czasopismach na temat „Career roles”
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Hoekstra, Hans A. "A career roles model of career development". Journal of Vocational Behavior 78, nr 2 (kwiecień 2011): 159–73. http://dx.doi.org/10.1016/j.jvb.2010.09.016.
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Gordon, George. "University Roles and Career Paths". Higher Education Management and Policy 15, nr 3 (17.12.2003): 89–103. http://dx.doi.org/10.1787/hemp-v15-art25-en.
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Hennequin, Emilie, Bérangère Condomines i Nouchka Wielhorski. "Career transition consultants’ perceived roles". Career Development International 22, nr 6 (9.10.2017): 683–702. http://dx.doi.org/10.1108/cdi-09-2016-0156.
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Purpose Employment transitions are an integral part of an individual’s career path. However, not every individual can cope with these changes. Some may not know how to mobilise their capacities in order to return to work. Consequently, various countries have devised policies aimed at supporting the unemployed, in programmes that are led by consultants. The purpose of this paper is to present a case study of career transition consultants who work for a private consulting firm. It examines how consultants perceive their role and how these perceptions influence the support they provide to beneficiaries. Design/methodology/approach In total, 20 French career transition consultants took part in the interviews. Qualitative data were gathered through semi-structured interviews. Findings Ideal types of career consultants were drawn up, based on the distinction between the agent model and the community model. Depending on their perceived role, consultants set up different career transition strategies and develop different capacities among their beneficiaries. Research limitations/implications Consultants advocate for flexible support for people seeking employment. This research aims to question the policy of distributing beneficiaries among consultants’ portfolios. In France, the approach is made without considering the beneficiary’s profile. A better approach would be to find common ground between the consultant’s profile and the beneficiary’s expectations (e.g. help with business start-up, a career plan, or psychological support). Further, the differentiation of profiles and practices opens up other research opportunities (in corporate coaching, tutoring, and vocational guidance). Practical implications From a managerial point of view, this research questions the policy of distribution of the beneficiaries in consultants’ portfolios. Indeed, in France, the approach is made a priori (without exact knowledge of the beneficiary’s profile). Yet, it seems that the approach would be more effective if consulting firms looked for common ground between the consultant’s profile and the beneficiary’s specific expectation (e.g. help with a new business start-up, the creation of a career plan, or a specific need for psychological support). Originality/value This research investigates a little known and important fact in career transition management: the heterogeneous nature of consultancy service and the capacities consultants highlight as being helpful to beneficiaries in career transition.
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Machida-Kosuga, Moe, John M. Schaubroeck, Daniel Gould, Martha Ewing i Deborah L. Feltz. "What Influences Collegiate Coaches’ Intentions to Advance Their Leadership Careers? The Roles of Leader Self-Efficacy and Outcome Expectancies". International Sport Coaching Journal 4, nr 3 (wrzesień 2017): 265–78. http://dx.doi.org/10.1123/iscj.2016-0120.
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The purpose of the current study was to examine the influences of leader self-efficacy and coaching career outcome expectancies on intentions for advancement in leadership careers of collegiate assistant coaches in the United States. We also investigated psychosocial antecedents of these factors and explored gender differences. Female and male collegiate assistant coaches (N = 674) participated in an online survey consisting of measurements of leadership career advancement intentions, leader self-efficacy, and coaching career outcome expectancies, and their putative antecedents (i.e., developmental challenges, head coach professional support, family-work conflicts, and perceived gender discrimination). Results showed that leader self-efficacy and coaching career outcome expectancies were related to coaches’ leadership career advancement intentions. Developmental challenges and head coach professional support were positively related to leader self-efficacy, while family-work conflicts and perceived gender discrimination were negatively related to coaching career outcome expectancies. Findings also suggested that female assistant coaches may have higher coaching career outcome expectancies, but lower intentions toward leadership career advancement, leader self-efficacy, and developmental challenges than male assistant coaches. The study findings suggest ways to advance junior coaches’ leadership careers.
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O’Neil, Deborah A., Margaret E. Brooks i Margaret M. Hopkins. "Women’s roles in women’s career advancement: what do women expect of each other?" Career Development International 23, nr 3 (11.06.2018): 327–44. http://dx.doi.org/10.1108/cdi-10-2017-0196.
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Purpose The purpose of this paper is to better understand women’s working relationships and career support behaviors, by investigating expectations women have of other women regarding senior women’s roles in (and motivations for) helping junior women succeed, and junior women’s engagement in their own career advancement behaviors. Design/methodology/approach The authors surveyed self- and other-reports of senior women’s engagement in career assistance behaviors on behalf of junior women colleagues, and junior women’s engagement in their own career advancement behaviors. One sample of respondents indicated to what extent they believed senior women did engage in career assistance toward junior women, and to what extent they believed junior women did engage in career advancement. Another sample indicated to what extent they believed senior women should engage in career assistance, and to what extent they believed junior women should engage in their own career advancement. Findings Results suggest a disconnect between the expectations and perceptions junior and senior women have of each other. Junior women expect senior women to engage in career assistance behaviors to a greater degree than they believe senior women are engaging in such behaviors, and junior women think they are doing more to advance their careers than senior women are expecting them to do. The authors examine individual and organizational implications of these unmet expectations and perception mismatches. Originality/value Women-to-women working relationships are under-studied, and typically viewed in either/or terms – good or bad. The findings provide a more nuanced understanding of women’s perceptions and expectations and offer suggestions for how women can influence female career advancement.
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Sheath, Janet. "education and training of career coaches: A psychological model". Journal of the National Institute for Career Education and Counselling 30, nr 1 (1.03.2013): 39–45. http://dx.doi.org/10.20856/jnicec.3007.
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The educational and professional development needs of career coaches are changing. These changes are discussed within a psychologically and contextually informed model. The model identifies a spectrum of career activities in which coaches work. The skills which career coaches need to support them in these range of roles is also presented. An argument is made that the changing nature of careers and career provision demands a broader and deeper range of career coaching skills. This view is supported by a psychological and contextual approach to career coach education.
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Sholikah, Mar'atus, i Muhyadi Muhyadi. "Roles of career maturity mediating the effects of locus of control and socioeconomic status on career readiness". International Journal of Evaluation and Research in Education (IJERE) 10, nr 3 (1.09.2021): 781. http://dx.doi.org/10.11591/ijere.v10i3.21127.
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<span>This study aimed to analyze students' readiness for careers out of their professions by considering the effect of locus of control and socioeconomic status. Career maturity acted as the variable intervening. The quantitative method was chosen to test the hypothesis. A total of 80 students were selected to be respondents based on purposive sampling. Model testing was done by using PLS-SEM. The findings of this study found that the locus of control influenced student career readiness. Conversely, socioeconomic status had no significant effect on their career readiness. On the other hand, this study's career maturity partially mediates between locus of control and career readiness. Regarding the effect of socioeconomic status on career readiness, career maturity in this study was known to have a role as an explanatory or predictor. This study concluded that if students wanted to improve their career readiness, they should pay attention to the locus of control and achieve career success. This study's results contribute to institutions, educators, students, and counselling, informing that individual career maturity is an effective way to facilitate students' readiness in their career decision-making process. Future studies should adopt essential variables related to career readiness that is not examined in this study.</span>
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Matsunobu, Hiromi. "Marital Roles of Dual-Career Couples". Kazoku syakaigaku kenkyu 7, nr 7 (1995): 47–56. http://dx.doi.org/10.4234/jjoffamilysociology.7.47.
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Strickland, W. Jay. "A Typology of Career Wife Roles". Human Relations 45, nr 8 (sierpień 1992): 797–811. http://dx.doi.org/10.1177/001872679204500803.
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Kutner, Nancy G., i Donna Brogan. "Gender Roles, Medical Practice Roles, and Ob-Gyn Career Choice". Women & Health 16, nr 3-4 (21.11.1990): 99–117. http://dx.doi.org/10.1300/j013v16n03_06.
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Jackson, Christine S., Carol Callinan i Anthony Cowell. "Professorial roles: a study of the professorial populations within nursing and midwifery, social work and allied health professions". Journal of Research in Nursing 17, nr 4 (8.02.2011): 395–411. http://dx.doi.org/10.1177/1744987110389512.
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The professorial populations in nursing/midwifery, social work and allied health are relatively new in academia compared to longer established professions, such as medicine and dentistry. Less is known about the roles, career pathways, characteristics and career aspirations of the professoriate within these emerging professions. A survey was undertaken from sample populations in each of the three professorial groups in order to obtain qualitative and quantitative data on professorial roles and activities, career pathway information and support mechanisms for professorial positions. This paper discusses the findings of the survey that relate specifically to professorial roles and activities and whether the identified roles reflect the professorial activities proposed by the National Conference of University Professors (NCUP). Other aspects of this survey, including career pathways, findings relating to gender and support mechanisms, will form the basis of future papers. The findings suggest that the professorial roles studied in this survey reflect those described by the NCUP. Professors of nursing, allied health professions and social work balance a wide range of roles and activities. Research, and related activities, as one would expect, constitute a substantial aspect of work activity, but many professors express frustration with an environment that requires a heterogeneous role profile combined with an unrealistically high workload in order to successfully pursue their research careers. The survey highlighted support networks as a critical success factor in terms of professorial career development. However, professors from across the disciplines commented on the lack of support (institutional and external) available to professors in both pre-professorial and professorial grades. Established and personal chair holders appear to have similar roles, with few statistically significant differences found between these two sub-populations.
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Blackett, Alexander David, Adam B. Evans i David Piggott. "“Active” and “Passive” Coach Pathways: Elite Athletes’ Entry Routes Into High-Performance Coaching Roles". International Sport Coaching Journal 5, nr 3 (1.09.2018): 213–26. http://dx.doi.org/10.1123/iscj.2017-0053.
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This study sought to analyse the lived experiences of so-called “fast-tracked” coaches from men’s association football and rugby union by seeking to understand how these individuals prepared for and then transitioned into a post-athletic coaching career. Semi-structured interviews were conducted with 13 male coaches. All participants were former elite athletes and had followed a fast-tracked pathway into their current post-athletic coaching roles. Participants were based in England and had retired from an athletic career within 12 months of being interviewed. Two general categories of “active” and “passive” coach pathways were identified for the career trajectory. Active coaches purposefully prepared for a coaching career during their athletic careers, whereas passive coaches did not. Passive coaches’ decisions to become a coach were often reactive and made after retiring from a competitive athletic career. Results indicate that only the career trajectory of passive coaches reflects a fast-track pathway. None of the active or passive coaches negotiated any formalised recruitment processes into their first post-athletic coaching roles. The suggestion is that prejudicial recruitment practices are enacted by senior club management which creates a homogenous coaching workforce. This furthers the need for greater governance of high-performance coach recruitment within England for these sports.
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Bai, Sandra, John B. Hertig i Robert J. Weber. "Nontraditional Career Opportunities for Pharmacists". Hospital Pharmacy 51, nr 11 (1.11.2016): 944–49. http://dx.doi.org/10.1310/hpj5111-944.
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The changing landscape of health care mirrors that of health-system pharmacy, with pharmacists' scope of practice and provider status being the most significant changes. This creates new roles and opportunities; many of these roles are considered to be nontraditional in today's practice. This article reviews some new roles for pharmacy leaders that provide different career options and pathways. Nontraditional career opportunities discussed include expanded consulting roles in pricing analytics and drug pricing programs (contracting, 340B programs), pharmacogenomics patient consult services and clinics, specialty drug pharmacies, and compounding pharmacy services. To continue to develop high-performing pharmacy departments, pharmacy directors should recognize these roles and ensure they are clearly defined and managed. With the advent of these nontraditional opportunities, pharmacy departments can further expand their ability to provide advanced patient-centered pharmacy services.
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Singh, Swati, i Sita Vanka. "Mentoring is essential but not sufficient: sponsor women for leadership roles". Development and Learning in Organizations: An International Journal 34, nr 6 (27.03.2020): 25–28. http://dx.doi.org/10.1108/dlo-05-2019-0100.
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Purpose The purpose of the article is to highlight the importance of sponsorship in the career advancement of women and how it can also promote diversity in leadership. Design/methodology/approach The paper uses the PwC’s Breakthrough program illustration to demonstrate how the potential of sponsorship can be leveraged to enhance diversity. Findings Research in leadership, diversity, and inclusion indicates that the leadership gender gap is a major challenge faced by organizations. Most of the organizations employ mentorship as a strategy for women’s career development. However, it is difficult to assess the measurable impact of this on the careers of women and how it could help in improving diversity in leadership roles. The findings suggest that sponsorship, which is an action-oriented strategy can complement mentoring and bring desired results. Originality/value The paper analyses the role of mentoring and sponsorship in the career development of women. The paper also highlights the differences between mentorship and sponsorship. Furthermore, it demonstrates the importance of sponsorship in promoting diversity with the help of PwC’s illustration.
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Dewi, Eva Meizara Puspita, i Abdul Saman. "PERAN MOTIVASI KERJA DAN DUKUNGAN SUAMI TERHADAP STRES KONFLIK PERAN GANDA DAN KEPUASAN PERKAWINAN". Psympathic : Jurnal Ilmiah Psikologi 3, nr 2 (27.02.2018): 167–77. http://dx.doi.org/10.15575/psy.v3i2.2185.
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The purpose of this research was to analize (1) the impact of work motivation to conflict stress caused by doble roles on career women, (2) the effect of spouse support to conflict stress caused by doble roles on career women, (3) the influence of spouse support to marriage contentment on career women, and (4) The influence of conflict stress of doble roles on career women and their marriage contement. This research employed quantitatif approch. There were 30 employees of BNI Makassar branch taken as subjects based on purposive sampling method. The 4 scale research instrument was applied while regression program of SPSS windows 14.00 was employed to analize the data. Study found that (1) there were negative impact of work motivation to conflict stress of doble roles on career women (r=0,436), (2) there were negatif effect of spouse support to conflict stress caused by doble roles on career women (r=0,745), (3) there were positif influence of spouse support to marriage contentment on career women (r=0,645), and (4) there were negative influence of conflict stress of doble roles on career women and their marriage contement (r=0,429).
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Wissinger, Christina L., i Kat Phillips. "It’s Not Where You Start or Where You Finish - It’s How You Get There". Pennsylvania Libraries: Research & Practice 9, nr 2 (6.12.2021): 74–78. http://dx.doi.org/10.5195/palrap.2021.260.
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A career in librarianship may start in a library science master’s program, but the path to and/or between career opportunities builds and shifts with time. This commentary discusses the career paths followed by two librarians who each attended the same master’s program and are currently both health science librarians at the same institution. While these similarities exist, the unique journeys each followed have helped to shape their approaches to their current jobs, roles within their careers, and their approaches to librarianship. From library school and first jobs, to current positions, this piece discusses how every step along the way has had a lasting impact on the authors’ careers.
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Åkerlind *, Gerlese S. "Postdoctoral researchers: roles, functions and career prospects". Higher Education Research & Development 24, nr 1 (luty 2005): 21–40. http://dx.doi.org/10.1080/0729436052000318550.
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Miller, Juliet V. "Helping adults balance career and family roles". New Directions for Adult and Continuing Education 1986, nr 32 (1986): 45–58. http://dx.doi.org/10.1002/ace.36719863206.
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Sherif, Karma, Ning Nan i Jeff Brice. "Career success in academia". Career Development International 25, nr 6 (31.07.2020): 597–616. http://dx.doi.org/10.1108/cdi-09-2019-0232.
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PurposeIn this study, the authors explore the boundaryless careers of faculty and adopt the intelligent career framework to examine success factors for academic careers.Design/methodology/approachThe authors conducted a field study of 36 researchers in the management information systems field from 22 institutions in the US, Australia and Canada. The authors selected the participants representing four strata of researchers: luminaries (high expertise status and high citizenship behavior), experts (high expertise status but low leadership roles), statesmen (low expertise status but high leadership) and journeymen (low expertise status and low leadership). Data regarding the participants' experience of social relationships and social resources as well as entrepreneurial motivations were collected and analyzed.FindingsResults show that faculty who “know-why”, “know-how”, and “know with whom” possess socially valued resources and are successful in advancing their careers. They establish high social status and exercise power within their networks to mobilize resources that promote their careers. On the other hand, faculty who fall short of these competencies impose social closure on themselves and do not strive to exploit resources available through their contacts. The study advances a number of theoretical propositions to guide future research on boundaryless intelligent careers.Social implicationsSocial relationships and social resources do not substitute individual competence, leadership and entrepreneurial motivations; individuals need to develop competence valued by their professional communities and exploit available opportunities and assume leadership roles in order to effectively establish instrumental relationships and mobilize social resources to achieve career advancement.Originality/valueIn this study, we attempt to extend career development research through an examination of the bidirectional relationship between know-why, know-how and know-who in academia.
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Bacopanos, Eleni, i Susan Edgar. "Identifying the factors that affect the job satisfaction of early career Notre Dame graduate physiotherapists". Australian Health Review 40, nr 5 (2016): 538. http://dx.doi.org/10.1071/ah15124.
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Objective Previous studies have highlighted the short career intentions and high attrition rates of physiotherapists from the profession. The aim of the present study was to examine the job satisfaction and attrition rates of early career physiotherapists graduating from one Western Australian university. Methods A self-administered online survey was conducted of 157 Notre Dame physiotherapy graduates (2006–2012), incorporating a job satisfaction rating scale. Results Results showed that lowered job satisfaction was related to working in the cardiorespiratory area of physiotherapy and working in multiple jobs since graduation. The majority of graduates did not predict a long-term career in physiotherapy, highlighting a lack of career progression and limited scope of practice as influential factors. Conclusions Job satisfaction in early career physiotherapists varies across different clinical areas of practice related to several factors, including challenge and flexibility. New roles in the profession, including extended scope roles, may impact on the future job satisfaction of physiotherapists. Further studies are needed to explore the effect of these roles on workforce trends, including attrition rates. What is known about the topic? Physiotherapists predict careers of 10 years or less on entry into the profession. No previous studies have explored the individual factors influencing job satisfaction in early career physiotherapists across different clinical settings. What does this paper add? This study highlights specific factors influencing the job satisfaction of early career physiotherapists, including clinical area of practice. Physiotherapists working in the cardiorespiratory area were less satisfied, as were physiotherapists undertaking multiple positions since graduation. What are the implications for practitioners? This study informs employers and workforce planners on the factors affecting job satisfaction in early career physiotherapists. In addition, knowledge of issues affecting job satisfaction in the early career stage may assist educational institutions in their preparation of graduates for the future health workforce.
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Gill, Angela, i Juanita Muller. "Role Strain and Psychological Distress in Late Career Mothers". Australian Journal of Career Development 7, nr 2 (listopad 1998): 27–33. http://dx.doi.org/10.1177/103841629800700208.
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Balancing a career and family is difficult for mothers of young children. The cumulative demands of multiple roles can result in role strain (i.e. role overload, interference from work to family, and interference from family to work) and psychological distress as measured by the General Health Questionnaire-12 (GHQ-12). One strategy used by women to overcome such difficulties is to delay having children until their careers are established. Recent Australian Bureau of Statistics (ABS; 1997) reflect this trend. Research by Higgins, Duxbury and Lee (1994) has suggested, contrary to previously held views, that late career women who are at peak visibility in their work roles, and who are also having children at this time, are at greater risk of role strain and psychological distress than early career mothers. The aim of this study is to examine work to family interference, family to work interference, role overload and psychological distress in early and late career mothers with pre-school aged children. Early and late career stages are defined using Levinson's (1986) model of adult development. Participants were 75 women with children aged 6 years and younger, sampled from 12 local day care centres, who completed a brief questionnaire examining role strain, psychological distress and career stage. The findings reported in this study found that late career mothers experience greater role strain and psychological distress than early career mothers.
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이동혁. "Roles of Career Barriers in Career Decision-Making:Predicting Variable or Moderating Variable". Korea Journal of Counseling 12, nr 1 (marzec 2011): 59–80. http://dx.doi.org/10.15703/kjc.12.1.201103.59.
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Hoffmann, Heath C. "Recovery Careers of People in Alcoholics Anonymous: Moral Careers Revisited". Contemporary Drug Problems 30, nr 3 (wrzesień 2003): 647–83. http://dx.doi.org/10.1177/009145090303000306.
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The concept of the “moral career” has been used to study the normative sequence of statuses that the mental patient (Goffman, 1959), the marijuana user (Becker, 1953), and the psychiatric resident (Light, 1980) experience as they develop a new identity. This work is limited, though, because these three authors do not discuss variations from the normative model of the moral careers they describe. In this paper I reexamine the moral career looking at participants in Alcoholics Anonymous (AA). While a wealth of research has been devoted to studying the recovery careers of AA participants, the primary focus has been on the moral career of the member who abstains from alcohol, commits herself to AA activities, and embeds herself in social networks that largely consist of other AA members. As a result, we learn mostly about the ideal career path that people should follow in recovery, and not the range of moral careers that members actually exhibit. I compensate for this shortcoming by analyzing the range of roles and statuses occupied by AA Insiders, including AA Regulars, Rank and File members, Bleeding Deacons, Elder Statesmen, and Circuit Speakers. I also discuss the alternative moral careers that depart from the ideal Insider recovery career, including the Tourist, the Relapse career, and the Graduate career. These moral careers reflect variation in AA members' commitment to and participation in AA-related activities.
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Bullock-Yowell, Emily, Sheba P. Katz, Robert C. Reardon i Gary W. Peterson. "The Roles of Negative Career Thinking and Career Problem-Solving Self-Efficacy in Career Exploratory Behavior". Professional Counselor 2, nr 2 (maj 2012): 102–14. http://dx.doi.org/10.15241/eby.2.2.102.
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Curtis, Anthony, Lizzie Eley, Selena Gray i Bill Irish. "Women in senior post-graduate medicine career roles in the UK: a qualitative study". JRSM Open 8, nr 1 (1.12.2016): 205427041666930. http://dx.doi.org/10.1177/2054270416669305.
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Objectives This qualitative study sought to elicit the views, experiences, career journeys and aspirations of women in senior post-graduate medical education roles to identify steps needed to help support career progression. Design In-depth semi-structured telephone interviews. Setting UK. Participants Purposive sample of 12 women in a variety of senior leadership roles in post-graduate medical education in the UK. Main outcome measures Self reported motivating influences, factors that helped and hindered progress, key branch points, and key educational factors and social support impacting on participants' career in postgraduate medicine. Results Respondents often reported that career journeys were serendipitous, rather than planned, formal or well structured. Senior women leaders reported having a high internal locus of control, with very high levels of commitment to the NHS. All reported significant levels of drive, although the majority indicated that they were not ambitious in the sense of a strong drive for money, prestige, recognition or power. They perceived that there was an under-representation of women in senior leadership positions and that high-quality female mentorship was particularly important in redressing this imbalance. Social support, such a spouse or other significant family member, was particularly valued as reaffirming and supporting women’s chosen career ambition. Factors that were considered to have hindered career progression included low self-confidence and self-efficacy, the so-called glass ceiling and perceived self-limiting cultural influences. Factors indirectly linked to gender such as part-time versus working full time were reportedly influential in being overlooked for senior leadership roles. Implications of these findings are discussed in the paper. Conclusion Social support, mentorship and role modelling are all perceived as highly important in redressing perceived gender imbalances in careers in post-graduate medical education.
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Jones, Sarahjane, Andrew Bradbury, Sue Shortland, Fraser Hewett i Karen Storey. "Clinical academic careers for general practice nurses: a qualitative exploration of associated barriers and enablers". Journal of Research in Nursing 26, nr 7 (listopad 2021): 704–15. http://dx.doi.org/10.1177/17449871211024323.
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Background The delivery of research in healthcare in the UK is dependent on a subgroup of clinicians – clinical academics – who concurrently engage in clinical practice and academic activities. The need to increase access to such roles for general practice nurses has been identified, although the need for a robust career framework remains. Aims This study, with a qualitative interview and focus group design, aimed to explore the concept of clinical academic careers for general practice nurses by identifying barriers and enablers associated with pursuing and performing such roles. Methods General practice nurses ( n = 18) and general practitioners ( n = 5) engaged in either an audio -recorded interview or focus group. Verbatim transcripts were subjected to thematic analysis. Results Four themes were identified: awareness and understanding; career pathway; personal and professional attributes; and organisational factors. Awareness and understanding were generally poor. Participants suggested that the career pathway was unclear, although it was generally assumed that such roles were ‘out of reach’ and require a minimum of Master’s level education. An interest in research and the confidence to perform such duties were reported as the required personal and professional attributes. Organisational factors included the need for employers to understand the value and benefit of general practice nurse clinical academic roles, along with ensuring that the inevitable competing demands of such a role were appropriately managed. Conclusions This study highlights the difficulties faced by general practice nurses wishing to pursue a clinical academic career. Academia is seemingly placed on a pedestal, emphasising the need to embed research training early in nursing education to alter general practice nurse perceptions that clinical academic roles are unobtainable. The development of a robust career pathway for general practice nurse clinical academic roles may have a positive impact on the retention of experienced general practice nurses and attract newly qualified nurses. This research provides evidence as to the need for one.
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Leroux, Janice A. "A Tapestry of Values: Gifted Women Speak Out". Gifted Education International 9, nr 3 (styczeń 1994): 167–71. http://dx.doi.org/10.1177/026142949400900308.
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How do the expectations of young gifted women compare with those of successful career women? In two studies conducted with 1) able young women in university and; 2) prominent Canadian women, similar concerns were voiced. Pressures to conform to stereotypical roles, inconsistent vertical development of careers, and the importance of connections were reported. Independence and contributing to the welfare of others were emphasized, as were concern for the multiple responsibilities of active career women.
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Meilanda, Angga Yuda, Sugiyo Sugiyo i Sunawan Sunawan. "The Effectiveness of Career Decision Self-Efficacy Group Counseling to Improve Students’ Career Adaptability". Jurnal Bimbingan Konseling 10, nr 2 (30.08.2021): 130–35. http://dx.doi.org/10.15294/jubk.v10i2.48211.
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Career adaptability is an individual’s readiness which develops over time from the age of children, adolescents, to adults and functions to overcome predictable tasks and participate directly in the work environment and roles. Low adaptability of careers can cause individuals to have difficulty in preparing for their future careers. This study aimed to determine whether career decision self-efficacy (CDSE) group counseling effectively improves students’ career adaptability. It was an experimental study that used a randomized pretest-posttest control group design by selecting 18 of 360 students as the subjects of this study and dividing them into 2 groups, namely experimental and control groups. In analyzing the data, this study used Mixed MANOVA. Findings confirmed that career decision self-efficacy group counseling was effective in improving students’ career adaptability (F (1.16) = 1401.74, p < 0.01. This effectiveness could also be seen in the effect of time (F (2,32) = 462.18, p < 0.01), and the effect of the interaction between time and group (F (2,32) = 443.38, p < 0.01). Finally, the current study confirms that to improve students’ career adaptability, counselors or guidance and counseling teachers can apply CDSE to group counseling services.
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J. Duff, Angus, i Chris C.A. Chan. "Investigating suicide as a career response". Career Development International 19, nr 1 (4.02.2014): 4–26. http://dx.doi.org/10.1108/cdi-04-2013-0040.
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Purpose – To empirically consider work and career as potential influences of suicide. Design/methodology/approach – In this qualitative study we conducted in-depth semi-structured interviews with 16 individuals who were survivors (i.e. family members or intimates) of individuals who had committed suicide. Data was analyzed using a grounded theory methodology. Findings – This exploratory study used purposive self-determination as the theoretical framework for analyzing their life histories. Factors of purposive self-determination, including lack of purpose, feeling controlled, experiencing failure, and social exclusion all figured prominently but differentially according to life-stage. Distinct work and career themes for early-career, mid-career and late-career suicides emerged. Early-career suicides were attributed to educational or work-related contexts, leading to a sense of hopelessness. Mid-career suicides emphasized despair based in failure. Finally, an attempt to escape from challenges associated with transitioning roles in retirements emerged as a key theme in late-career suicides. Originality/value – Although suicide has been studied extensively from medical, psychopathological, sociological, anthropological, philosophical and religious perspectives, there is a dearth of research considering why certain individuals choose to end their own lives as a result of work and career related reasons. This study sought to contribute to our understanding of this under-researched phenomenon. Additionally, while extant careers theory and research has considered positive notions of career such as career success or careers as a calling, this work presents an alternate lens, the consideration of career failure and careers as a sentence.
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Mat Taib, Humaira, Abdul Rahman Abdul Rahim, Zaki Aman i Ramle Moslim. "FACTORS INFLUENCING STUDENTS’ ATTITUDES TO CHOOSE AGRICULTURE AS A PROSPECTIVE CAREER: THE MODERATING ROLE OF CAREER PROSPECT". International Journal of Modern Trends in Social Sciences 2, nr 10 (12.12.2019): 13–21. http://dx.doi.org/10.35631/ijmtss.210002.
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This research explores the roles of social status and parental influence on student's attitudes to choose careers in agriculture with the moderating role of career prospects among Malaysian students. The survey method was adopted to collect the data from 183 students who enrolled in agricultural related courses. Data of five major sections such as demographic profiles, attitude, social status, parental influence and career prospect were collected by questionnaire. The PLS-SEM technique was used to analyze the data using Smart PLS 3.0. The average age of the respondent is 21 years old with females 66.1% and male 33.9%. The majority are Malay (89.6%), followed by Chinese (6.6%) and Indian (3.8%). This study suggested that social status has significant influenced the student attitude towards careers in agricultural sectors, but not parental status. Furthermore, career prospects moderated the positive relationship between social status and student's attitudes towards an agricultural career. Implications of the findings and suggestions for future research are also discussed.
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Ali, Muhammad. "MEMBACA PERBEDAAN JENDER DALAM MODEL CAREER INDESICION SISWA SEKOLAH MENENGAH ATAS". Dialogia 14, nr 1 (8.12.2016): 121. http://dx.doi.org/10.21154/dialogia.v14i1.647.
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Abstract: This aim is to find career indecision model based on gender differences. Theoretically, model shows variables of gender roles, family support, career decision making self-efficacy, and willingness affect on career indecision results in both gender groups. Questionnaire was used to collect the data and the samples were 120 male and 260 female. Then the data was analyzed by SEM (Structural Equation Modeling). Then those indicated that there is distinguishes models on career indecision either male or female. Gender roles and family supports are not dominant factor that affect career indecision for male. While for female, career indecision is affected by gender roles and family supports. In addition, family supports affect the females’ willingness directly and in contrary with male. Then, this study suggests taking to heart on students’ cultural conditions when consulting students’ career.
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Gibbs, Kenneth D., i Kimberly A. Griffin. "What Do I Want to Be with My PhD? The Roles of Personal Values and Structural Dynamics in Shaping the Career Interests of Recent Biomedical Science PhD Graduates". CBE—Life Sciences Education 12, nr 4 (grudzień 2013): 711–23. http://dx.doi.org/10.1187/cbe.13-02-0021.
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Interest in faculty careers decreases as graduate training progresses; however, the process underlying career-interest formation remains poorly defined. To better understand this process and whether/how it differs across social identity (i.e., race/ethnicity, gender), we conducted focus groups with 38 biomedical scientists who received PhDs between 2006 and 2011, including 23 women and 18 individuals from underrepresented minority (URM) backgrounds. Objective performance and quality of advisor relationships were not significantly different between scientists with high versus low interest in faculty careers. Career interests were fluid and formed in environments that generally lacked structured career development. Vicarious learning shaped similar outcome expectations about academic careers for all scientists; however, women and URMs recounted additional, distinct experiences and expectations. Scientists pursuing faculty careers described personal values, which differed by social identity, as their primary driver. For scientists with low interest in faculty careers, a combination of values, shared across social identity, and structural dynamics of the biomedical workforce (e.g., job market, grant funding, postdoc pay, etc.) played determinative roles. These findings illuminate the complexity of career choice and suggest attracting the best, most diverse academic workforce requires institutional leaders and policy makers go beyond developing individual skill, attending to individuals’ values and promoting institutional and systemic reforms.
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Hermawan, Rio, i Muh Farozin. "The role of career exploration in career decision participants". COUNS-EDU: The International Journal of Counseling and Education 3, nr 4 (31.12.2018): 126. http://dx.doi.org/10.23916/0020180315640.
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AbstractIn the digital era, humans were required to be more able to develop themselves according to potentials owned so that it was important for each individual to understand his/her ability and also able to develop other various skills. Career selection was one of most important decision making processes in individual living. However, today learners were facing various different career environment both in characteristics as well as their kinds, and also trend of learners who were less understand potentials owned both due to their ignorance as well as due to they do not explore nor develop potentials owned so that it gives a negative impact for himself/herself in a career decision so that needed roles of career exploration in a career decision making. Therefore, understanding, awareness and acceptance towards potentialsowned by each individual is necessary in supporting learner career in the future. Efforts conducted in preparing learner career were very much. One of efforts in preparing it was by exploring career. Career exploration was defined as an individual desire to explore or search information towards career information sources. Roles of career exploration in a career decision was related to a career exploration region includes selection orientation, self-exploration, environmental exploration, in-depth environmental exploration, decision status and commitment.
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Garcia, Patrick Raymund James M., Simon Lloyd D. Restubog, Prashant Bordia, Sarbari Bordia i Rachel Edita O. Roxas. "Career optimism: The roles of contextual support and career decision-making self-efficacy". Journal of Vocational Behavior 88 (czerwiec 2015): 10–18. http://dx.doi.org/10.1016/j.jvb.2015.02.004.
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Hu, Shi, Michelle Hood i Peter A. Creed. "Negative career feedback and career outcomes: The mediating roles of self-regulatory processes". Journal of Vocational Behavior 106 (czerwiec 2018): 180–91. http://dx.doi.org/10.1016/j.jvb.2018.02.002.
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Heikkinen, Suvi Susanna. "How do male managers narrate their female spouse ' s role in their career?" Gender in Management: An International Journal 29, nr 1 (13.01.2014): 25–43. http://dx.doi.org/10.1108/gm-05-2012-0054.
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Purpose – The aim of this study is to investigate how male managers make meaning the role of their female spouses along with their careers. Design/methodology/approach – The topic was investigated within a Finnish context by analyzing the narratives of 29 male managers. Common to the men were their managerial position and extensive work experience. All the men had or had had one or more spouses during their careers, and all of them were fathers. Findings – A typology distinguishing four types of female spouses was constructed: supporting, balance-seeking, care-providing, and success-expecting types. These types describe the various roles that are constructed in relation to the female partner during a male manager ' s career, pointing out the ambiguous nature of the phenomenon. Originality/value – The study highlights that to understand more about male managers ' experience in their careers, the author needs to acknowledge how a male manager ' s career unfolds in tandem with their family life, as well as the norms and gender roles related to the family. Research approaches that enable examination from that perspective should be developed.
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Christoph, Monika, i Ewa Krause. "Kariera zawodowa kobiet we współczesnych organizacjach". Studia Edukacyjne, nr 53 (15.06.2019): 187–208. http://dx.doi.org/10.14746/se.2019.53.11.
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The article presents the specificity of women’s professional careers and their situation and social roles in the context of dynamic changes in the labor market: evident intellectualization and digitization ofworking environments, significantly changing career concepts as well as ways to achieve it. This is particularly important in relation to the career paths of women, mainly due to the need to reconcil work with family responsibilities. Therefore, it becomes important to highlight practical solutions for organizations that aim to create programs to support women in their aspirations and career ambitions, to make work time more flexible and to promote gender diversity in the field of organizational culture.
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Bennett, Dawn. "Utopia for music performance graduates. Is it achievable, and how should it be defined?" British Journal of Music Education 24, nr 2 (lipiec 2007): 179–89. http://dx.doi.org/10.1017/s0265051707007383.
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For the majority of undergraduate classical music performance students, ‘musotopia’ is a place where performance ambitions are realised with an international performance career. However, given that so few musicians achieve this ambition, should this ideal be redefined? This paper investigates instrumental musicians' careers by exploring the realities of professional practice. A detailed study which incorporated interviews, focus groups and a lengthy survey, revealed the multiplicity of roles in which most musicians engage in order to sustain their careers. The findings call into question the concept of a musician as a performer, positing that a musician is rather someone who practises within the profession of music in one or more specialist fields. The diversity of roles pursued by practising musicians is not reflected in the majority of conservatorium curricula, thus the enormous potential for the transfer of music graduate skills into the broad cultural industries setting remains largely unrealised. Acceptance of, and preparation for, a more holistic career will enable many more graduates to find their own musotopia.
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Haron, Haniza. "Diversification of roles for career sustainability in industry". Journal of Physics: Conference Series 1174 (luty 2019): 012011. http://dx.doi.org/10.1088/1742-6596/1174/1/012011.
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Lee, John Chi‐Kin, Paula Kwan i Allan Walker. "Vice‐principalship: their responsibility roles and career aspirations". International Journal of Leadership in Education 12, nr 2 (kwiecień 2009): 187–207. http://dx.doi.org/10.1080/13603120802449652.
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Gerken, Dumont, Robert Reardon i Roger Bash. "Revitalizing a career course: The gender roles infusion". Journal of Career Development 14, nr 4 (czerwiec 1988): 269–78. http://dx.doi.org/10.1007/bf01473914.
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Blakemore, Sophie. "Framework sets out job roles and career pathways". Primary Health Care 25, nr 10 (27.11.2015): 7. http://dx.doi.org/10.7748/phc.25.10.7.s6.
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Gerken, Dumont, Robert Reardon i Roger Bash. "Revitalizing a Career Course: The Gender Roles Infusion". Journal of Career Development 14, nr 4 (marzec 1988): 269–78. http://dx.doi.org/10.1177/089484538801400405.
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Shortland, Susan. "Career cooperation, coordination, compatibility and co-working". Gender in Management: An International Journal 35, nr 2 (22.01.2020): 121–39. http://dx.doi.org/10.1108/gm-07-2019-0117.
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Purpose The purpose of this study is to examine how female expatriates mobilise couples’ dual-career coordination strategic choices to achieve their own and their partners’ desired career goals. Design/methodology/approach This qualitative research is based upon in-depth interviews with 20 dual-career female expatriates working in two case study oil and gas organisations. Findings Female expatriates use a series of tactics ranging from cooperation in maintaining a dual-career hierarchy, through to coordinating aspects of their own and their partners’ assignments, undertaking compatible industry roles and co-working (working together in the same organisation) to attempt to achieve a greater egalitarian international dual-career strategic outcome. Research limitations/implications This case analysis was based on a relatively small sample of female expatriates in heterosexual relationships working in oil and gas exploration. Further research in different sectors, with larger samples, and with male expatriates is also needed. Practical implications Employers should minimise periods of separation by focussing on coordinated assignment timings for both partners, facilitate suitable employment for both partners who wish to work abroad, and prioritise securing partner work visas. Social implications The inability to pursue desired dual-careers together while undertaking international assignments can be detrimental to couples’ relationships, potentially leading to unwillingness to expatriate and thereby deliver necessary skills in the host country. Originality/value The originality lies in identifying the tactics women use to enact dual-career coordination strategies, including coordinating assignment timings and locations to reduce separation and pursuing compatible roles to achieve egalitarian career and relationship outcomes. While women expected co-working in the same firm to facilitate dual-career mobility, its career outcomes were disappointing.
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Lloyd-Walker, Beverley, Lynn Crawford i Erica French. "Uncertainty as opportunity: the challenge of project based careers". International Journal of Managing Projects in Business 11, nr 4 (3.09.2018): 886–900. http://dx.doi.org/10.1108/ijmpb-04-2017-0044.
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Purpose Current literature acknowledges the growth of careers in project management. The purpose of this paper is to provide a better understanding of the characteristics of those who choose and continue in project-based careers. Design/methodology/approach Using social cognitive career theory as the lens to explore project management career journeys, 74 project practitioners were interviewed from across three broad industry sectors. A qualitative research approach was utilized and Atlas.ti was used to analyze and categorize the interview data collected. Findings Those who choose to continue in project-based roles demonstrate high levels of self-efficacy and coping efficacy and see uncertainty as opportunity. They value challenge, flexibility and variety and take responsibility for their own career progression. Desire for employment security may vary according to personal circumstance. These findings are of value to employers in guiding selection and retention of people for project roles. Research limitations/implications This is a qualitative and exploratory study covering only three industry sectors and results are not generalizable. SCCT was found useful as a lens for understanding the nature of project-based careers. Practical implications Findings of this research provide valuable guidance for employers and HR practitioners in project-based organizations. For practitioners the study provides a useful framework for reflecting upon their own careers in projects. Social implications The nature of careers is changing. Project-based careers are indicative of this change. This study therefore provides insight into an evolving phenomenon. Originality/value This study expands our understanding of careers in projects, going beyond technical skill development to gain a deeper understanding of personal attributes that contribute to selection into and retention in project-based careers.
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Kilianski, Andy. "Careers in Virology: Public Health Opportunities for Early-Career Basic Scientists". Journal of Virology 88, nr 14 (30.04.2014): 7700–7702. http://dx.doi.org/10.1128/jvi.00911-14.
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Undergraduate, graduate, and postdoctoral scientists trained as virologists can play critical roles in public health, such as in health science policy, epidemiology, and national defense. Despite a need for basic science backgrounds within these fields, finding entry-level careers can be challenging. Volunteer opportunities are a great way for scientists to experience public health careers while still in school, and this article describes volunteering with the Medical Reserve Corps and outlines unique postgraduate opportunities for early-career virologists.
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Guan, Yanjun, Zhen Wang, Qing Gong, Zijun Cai, Sabrina Lingxiao Xu, Qian Xiang, Yang Wang, Sylvia Xiaohua Chen, Hanlin Hu i Lin Tian. "Parents’ Career Values, Adaptability, Career-Specific Parenting Behaviors, and Undergraduates’ Career Adaptability". Counseling Psychologist 46, nr 7 (październik 2018): 922–46. http://dx.doi.org/10.1177/0011000018808215.
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This study examined how Chinese parents’ career values and adaptability predict their career-specific parenting behaviors and their children’s career adaptability. We conducted a survey study with Chinese university students and their parents ( N = 264), and found support for the mediating roles of career-specific parenting behaviors in linking parents’ vocational characteristics and children’s career adaptability. Specifically, parental support is positively related to parents’ intrinsic fulfillment values, work–life balance values, and career adaptability. Moreover, parental support mediates the relationship between these variables and undergraduates’ career adaptability. Parental engagement mediates the negative effect of external compensation values and positive effect of work–life balance values on undergraduates’ career adaptability. Parental interference is negatively related to parents’ work–life balance values, and positively related to their external compensation values and career adaptability, but does not significantly predict undergraduates’ career adaptability. These findings advance current understanding of the career construction theory.
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Huff, James L., Jonathan A. Smith, Brent K. Jesiek, Carla B. Zoltowski i William C. Oakes. "Identity in Engineering Adulthood: An Interpretative Phenomenological Analysis of Early-Career Engineers in the United States as They Transition to the Workplace". Emerging Adulthood 7, nr 6 (20.06.2018): 451–67. http://dx.doi.org/10.1177/2167696818780444.
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Prior research has established emerging adulthood to be a time characterized by robust identity explorations in professional and nonprofessional domains. However, extant literature provides little contextual explanations in relation to how these identity explorations are experienced by early-career professionals. This article presents idiographic findings from a qualitative study that used interpretative phenomenological analysis on interviews with seven engineering students as they transitioned to their respective workplaces. These findings describe how the participants experienced a strong sense of commitment to their career identities while also exploring features of their identities that were unrelated to their careers. Additionally, we discuss how women participants experienced a gendered form tension in managing their career and family roles. In sum, this article contributes detailed insight regarding coherence and complexity of personal identity development as lived by early-career professionals.
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Zhu, Linna, i Lan Wang. "Narrowing ideal self-discrepancy: the roles of organizational career management and protean career orientation". Career Development International 27, nr 2 (4.02.2022): 222–44. http://dx.doi.org/10.1108/cdi-06-2021-0148.
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PurposeThis study investigated the joint impact of organizational and individual career management on employees' ideal self-discrepancy. Drawing on the identity literature, the authors aimed to uncover the mechanism and boundary condition of this impact, focusing on how organizations influence ideal and actual selves of employees with different protean career orientation.Design/methodology/approachThe authors conducted a four-wave time-lagged study over eight months, with a sample of 331 employees from various organizations.FindingsPerceived organizational career management negatively influenced ideal self-discrepancy via organizational identification, and such relationship was strengthened by protean career orientation. Employees with stronger protean career orientation saw a stronger moderating effect of individual career management on the relationship between organizational identification and ideal self-discrepancy, whereas their counterparts saw an opposite effect.Practical implicationsThis study highlighted the essential role of organization in narrowing employees' ideal self-discrepancy in the protean career era. It suggested that organizations should set differentiated career practices depending on employees' protean career orientation levels.Originality/valueBy integrating vocational psychology and organizational scholarship, this study extended the ideal self-discrepancy literature by offering a nuanced understanding of the mechanism and boundary condition of the role of organizational career management in narrowing ideal self-discrepancy in the protean career era. It identified the joint efforts of organization and employee as a fascinating avenue for future studies.
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Susilowati, Nurdian, Ida Nur Aeni i Saringatun Mudrikah. "Do Adversity Intelligence have Roles in Career Maturity for Accounting Pre-Service Teacher?" Dinamika Pendidikan 16, nr 2 (24.12.2021): 103–12. http://dx.doi.org/10.15294/dp.v16i2.28604.
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This study aims to analyze the effect of ICT skills and English competencies on career maturity with adversity intelligence as a moderating variable. This study was conducted on accounting pre-service teacher students. The study population is eighty students of accounting education international class. By using simple random sampling, there were sixty-five students as the research sample. Data are collected by questionnaire and analyzed using descriptive analysis and moderation regression analysis (MRA). The results show that ICT skill does not have a significant effect on career maturity. English competencies have a significant impact on career maturity. Adversity intelligent moderate ICT skill on career maturity. Adversity intelligence moderates English competencies on career maturity. English competencies have an essential role in career maturity, which will further affect his career choices. The performance of adversity intelligence as the intelligence behind success in facing challenges after failures many are explored and investigated in the world of education today. Adversity intelligence is needed to deal with various difficulties experienced in learning.